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Working to Balance Lifehttps://learn.extension.org/events/1722
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Provide feedback and earn CEU credit with one link:We will provide this link at the end of the webinar
Research and evidenced-based professional development
through engaged online communities.
eXtension.org/militaryfamilies
https://learn.extension.org/events/1722
Find slides and additional
resources under ‘event materials’
Available Resources
Evaluation and CE Credit
The Military Caregiving Concentration team will offer 1.00 CE credit hour from the National Association of Social Workers (NASW).
*Must complete evaluation and pass post-test with 80% or higher to receive a certificate.
A link to the evaluation and post-test will be available at the end of today’s presentation.
Sandra B. Morissette, Ph.D.
Treatment Core Chief, VA VISN 17 Center of Excellence for Research on Returning War Veterans
Associate Professor, Texas A&M University Health Science Center
Conflicts and Disclosure
I have no conflicts of interest to disclose. The views expressed in this presentation are my
own and do not reflect the official position or policy of the Department of Veterans Affairs, United States government, or Texas A&M University Health Science Center.
Outline
The work-life, work-family dilemma Understanding unbalance Why work-life balance is important for
employers? Laying the groundwork for balance A different way of thinking about life balance Exercise: Moving Toward Balance
“There is no such thing as work-life balance. Everything worth fighting for unbalances your life.”-Alain de Botton
Background
Job satisfaction among clinical providers is a business and public health imperative.
Work-life balance is a key factor in job and life satisfaction.
Often the work-life balance literature gets translated to work-family balance.
Pursuit of work-life balance is a lifelong process across all phases of career.
Work-Family Balance Defined
“The accomplishment of role-related expectations that are negotiated and shared between an individual and his/her role-related partners in the work and family domains.” (Gryzwacz & Carlson, 2007, p 458)
Work-family balance conceptually distinct from work-family conflict.(Carlson et al., 2009)
Work and WorkaholismWork and Workaholism
Work provides salary, sense of purpose, ability Work provides salary, sense of purpose, ability to create/build, forms relationships, structures to create/build, forms relationships, structures the day.the day.
WorkaholismWorkaholism is a “continual pattern of high work is a “continual pattern of high work investment, long working hours, work beyond investment, long working hours, work beyond expectations, and an all-consuming obsession expectations, and an all-consuming obsession with work with work (Andreassen, 2014; p 1)(Andreassen, 2014; p 1).. Negatively affects private relations, leisure and health Negatively affects private relations, leisure and health
(Andreassen et al., 2012)(Andreassen et al., 2012)..
Work and Workaholism cont.Work and Workaholism cont.
10% prevalence rate, though higher (23-25%) in 10% prevalence rate, though higher (23-25%) in college educated college educated (Sussman, 2012)(Sussman, 2012)..
Warning Signs of Workaholism
Hurrying and staying busy Need to control Perfectionism Difficulty with relationships Work binges Difficulty relaxing and having fun
Robinson, 1998
Warning Signs of Workaholism
Brownouts or memory losses of conversations or trips to and from a destination because of exhaustion and mental preoccupation with planning and work effects of tuning out the present
Impatience and irritability Self-inadequacy Self-neglect
Robinson, 1998
Effective time management, more delegation, and improved efficiency
are not strategies for achieving work-life balance.
Symptoms & Signs of Burn-out
Results from stresses interacting with the environment Emotional exhaustion Sense of ineffectiveness Dissatisfaction with work Can result in cynicism and detachment from work Other symptoms: difficulty sleeping or with
concentration, social withdrawal.
Signs of Compassion Fatigueaka Secondary Trauma
Results from relationship between the clinician and patient, but can occur with burn-out
Symptoms parallel post-traumatic stress disorder and could result in burn-out Avoidance of situational reminders Intrusive thoughts Distressing dreams
Figley, 1995
Health EffectsHealth Effects Research consistently demonstrates negative Research consistently demonstrates negative
health effects of work-life conflicthealth effects of work-life conflict Anxiety, depression, stressAnxiety, depression, stress Increased substance use/problem drinkingIncreased substance use/problem drinking Lack of energy and optimismLack of energy and optimism Serious backacheSerious backache HeadachesHeadaches Sleep disorders and fatigueSleep disorders and fatigue
Employees with less supportive managers sleep Employees with less supportive managers sleep less and are twice as likely to have 2 or more less and are twice as likely to have 2 or more cardiovascular risk factors cardiovascular risk factors (cholesterol, diabetes, (cholesterol, diabetes, hypertension, body-mass index, tobacco use). hypertension, body-mass index, tobacco use).
Frone, 2000; Frone et al., 1996; Hammig et al., 2009
When in emotionally draining circumstances, being able to reflect on
your own experiences, learn new skills, and find meaning can allow
clinicians to be highly present, empathic, and energized vs. feeling
drained.
Kearney et al., 2009
Self-Care
Moments of mindfulness practice (e.g., washing hands before seeing a patient, think of loved one or favorite place, pray)
Mindfulness meditation Stop to look out a window or notice something in
nature when walking outside Make connections with patients, family members
or colleagues Reward yourself after completing tasks
Gallagher, 2013
Self-Care cont.
Know your limits (refer out, sometimes hard to achieve good outcome no matter how you try)
Use community resources and other professionals to meet needs of complex end-of-life situations (team approach, support network)
Learn from your experiences (new knowledge, skills, attitudes)
Gallagher, 2013
Self-Care cont.
Deliberately shed your role when you leave work and don’t take it home
Do what relieves stress (e.g., exercise, spend time with friends)
Reflective writing or diary Have a special “getaway” place where you like
to visit
Gallagher, 2013
Off-Setting Unbalance
WorkaholismBurn-outCompassion fatigueHealth effects
ReflectionLearn new skillsFind meaningSelf care
Why Balance Matters to Employers?
Work-family conflict is associated with poor organizational outcomes.(Allen et al., 2000; Kossek & Ozeki, 1999; Mesmer-Magnus & Viswesvaran, 2005)
Organizations put work-family initiatives into place despite limited evidence for their strong economic payoffs. (Kelly et al., 2008)
Organizational attractiveness Lower burn-outLower turn-over
Work-Family Initiatives Flex-time Part-time work Job sharing Compressed work week Telework Partially paid family leaves Pre-tax spending accounts for dependent
care Information and referral accounts to find care On-site child care
Management Support Management support, being job proud, job Management support, being job proud, job
security, and job stress predicts quality of work-security, and job stress predicts quality of work-life life (Mosadeghrad, 2013)(Mosadeghrad, 2013)
Employees may be reluctant to use benefits if Employees may be reluctant to use benefits if don’t perceive management supportdon’t perceive management support Not useful if climate doesn’t support useNot useful if climate doesn’t support use
As gatekeeper between employer and As gatekeeper between employer and employee, supervisors may need training in employee, supervisors may need training in workplace interventions to effectively workplace interventions to effectively communicate with employees and reduce communicate with employees and reduce stigmastigma
Positive Impact of Perceived Supervisor Supportiveness
More work-family balance Lower work-family conflict More perceived success in work and life More loyalty to the organization More job satisfaction Lower turnover intentions
Consequences of Seeking Consequences of Seeking Balance?Balance?
Not all change leads to positive things Impact on family members and friends Impact on work
Consideration of consequences can help you prepare and prevent “relapse” to old bad habits
Know Thyself Control over schedule and hours worked
predicts emotional resilience and personal accomplishment (Keeton et al., 2007)
Not all initiatives lead to positive impact, depending on the person. Overtime is associated with more work-family conflict
(Berg et al., 2003)
Flexible work arrangements did not bode well for dual-earner women, and utilization of work-family supports actually increased family-to-work conflict perhaps because they need to take on more family care one they began using work-family supports (Hammer, Neal et al., 2001)
Balance Requires Effort
Keep an eye on well-being indicators: close relationships, general health/energy, satisfaction with work/everyday life.
Don’t sacrifice self-care – “soldiering on” isn’t always the answer.
Set goals—may not need to compromise, but may take more time.
Be true to your priorities! Say no and set limits--Make choices.
Balance Requires Effort cont.
Create time for personal reflection.
Maintain physical well-being.
Nurture close relationships.
Foster a hobby or special interest.
Exercise
WhatWhat would give you more balance? would give you more balance? Write down Write down one goalone goal that would improve your life that would improve your life
balance or move you in that direction.balance or move you in that direction. What are the potential consequences of making What are the potential consequences of making
this change? Are you willing to this change? Are you willing to acceptaccept both the both the positives and negatives?positives and negatives?
HowHow will you achieve this goal? will you achieve this goal? Strategize potential roadblocks?Strategize potential roadblocks?
By By whenwhen will you achieve this goal? will you achieve this goal?
When will you know you achieved better balance?
Fewer warning signs More energy More satisfaction Better mood Better relationships
Key Take AwaysKey Take Aways
Learn to recognize signs and symptoms of Learn to recognize signs and symptoms of unbalance. unbalance.
Monitor key indicators of well-being.Monitor key indicators of well-being. Instead of trying to balance work-life or work-Instead of trying to balance work-life or work-
family, consider life balance that includes family, consider life balance that includes multiple valued parts working together. multiple valued parts working together.
Make a change today!Make a change today!
Evaluation & CE Credit Process
The Military Caregiving Concentration team will offer 1.00 CE credit hour from NASW.
To receive CE credit please complete the evaluation and post-test found at: https://vte.co1.qualtrics.com/SE/?SID=SV_6XS75QOXrh7AwCx
*Must completion evaluation and pass post-test with 80% or higher to receive certificate.
Upcoming Caregiving Event
Understanding Narcotic Medications for Service Members
– Date: April 9, 2015– Time: 11:00 a.m. Eastern– Location:
https://learn.extension.org/events/1723
For more information on MFLN-Military Caregiving go to: http://www.extension.org/pages/60576